Positive Recruitment and Retention CMIOLP
Featuring the latest management concepts and methodologies, this book explores the changing legal framework in which managers operate and the impact of technology in the work environment.
TABLE OF CONTENTS Positive Recruitment and Retention CMIOLP
Preparing a Person Specification
A person specification sets out the skills, knowledge and experience needed to do the job. It's very important within the recruitment process as it:
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Clarifies exactly what you are looking for in a person
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Communicates to potential applicants what you are looking for
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Allows you to compare applicants against pre-set criteria
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Provides a structure for interview and main areas of questioning
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Helps you to be objective
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Ensures the selection process is fair and transparent.
Each item on a person specification must be justified by the job description. For example, in the job description for a Corporate Recruitment Assistant, one of the responsibilities is 'respond to enquiries'. Therefore, you'd expect reference to communication skills to be part of the person specification. The role also includes using databases. Therefore, reference to computer skills would also be expected in the person specification.
'Check that these include only requirements related to the duties. A good discipline is to focus on what the job is to accomplish the inclusion of unnecessary or marginal requirements in a job specification can lead to discrimination.'
Source: Employing disabled people: a good practice guide for managers and employers (DfEE)
PRACTICALITIES OF WRITING A PERSON SPECIFICATION
As with job descriptions, your organization may have a standard format for preparing job descriptions. A typical person specification would include:
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Skills and abilities such as word processing skills, administrative abilities, managerial skills
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Qualifications, e.g. are any professional qualifications essential or desirable? Are practical or...
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